Aeris Annual Report 2022

KMP REMUNERATION AT A GLANCE
EXECUTIVE REMUNERATION FRAMEWORK OVERVIEW
TOTAL FIXED
REMUNERATION
(TFR)
• A regular base reward to attract and retain talented executive KMP.
• Includes (where applicable) base salary, superannuation, and other benefits
such as coverage for death and total & permanent incapacity and salary
continuance insurance.
SHORT TERM
INCENTIVES
(STI)
• At-risk component of Total Remuneration Package that incentivises superior
executive performance in areas of specific challenge to drive successful
execution of business plans and achievement of strategic aims directly aligned
with enhanced shareholder value.
• Annual cash reward paid after the end of the financial year dependent on
the extent that key performance measures are achieved, which are set by
the Board each year.
LONG TERM
INCENTIVES
(LTI)
• At-risk component of Total Remuneration Package that aims to align
the remuneration of employees with drivers of sustainable, long-term company
growth and shareholder value creation. It also promotes the retention of key talent.
• The annual grant of Performance Rights vest after 3 years, dependent on
the extent that key performance measures are achieved, and the executive
remaining employed by the Company. Key performance measures include share
price growth, copper and gold reserves and total shareholder return.
Executive KMP remuneration is earned over multiple periods, as illustrated below:
YEAR 1 YEAR 2 YEAR 3
Fixed Remuneration
STI
LTI
For the 2022 financial year, the proportions of remuneration for executive KMP that are fixed and those that are linked
to performance are as follows:
TFP STI LTI
AERIS ANNUAL REPORT 2022
Executive Chariman
Chief Operating Officer
Chief Financial Officer
Chief People Officer
65% 20% 15%
65%
65%
67%
20%
20%
22%
15%
15%
11%
60